Exposing FAA Corruption & Discrimination Against
Veterans and Students of All Races

Exposing FAA Corruption & Discrimination Against Veterans and Students of All Races

Find Your Congressional Representative...

CONGRESS YOUR VOTING
CONSTITUENTS HAVE BEEN GREATLY AFFECTED BY THIS SCAM

NEW STUDENT STORIES BELOW!!

CTISTUDENTS.COM will be posting the stories of a few students
every week that were deemed unqualified by the invalidated and unsecure Biographical Questionnaire.*

Students, parents, taxpayers, anyone who flies or is offended by this action to commercially benefit select FAA insiders- click on
the blue links
below and let the
congressional representatives in the various student districts know how you feel this new "policy" by the FAA.

Real people who were deemed unqualified by the Biographical Questionnaire Test:

Please cut and paste any of the information you would like to send to Congress. This is suggested language and requires that you customize
your individual message.

I am writing today concerning sudden, costly, and unethicalchanges in the FAA’s hiring plan for new air traffic controllers, with specific regard to the abruptdisregard for CTI students.

The AT-CTI program has, for a quarter of a century, been the primary means for the preparation of aspiring controllers. Solid proof has been given on numerous occasions—both
through FAA reports and third-party studies—that the AT-CTI program produces qualified, capable controllers who go on to experience great success in careers as controllers with the FAA. Nevertheless,
on December 30th, 2013, the FAA announced, without warning, that they were abandoning this method of hiring almost entirely, by announcing a new off-the-street hiring program. The reasons behind this
change are suspicious, and the change itself is contrary to a great wealth of information which suggests that it cannot be of benefit to the government, the applicant, or the
nation.

In brief, the new off-the-street hiring does not consider whether a person is a graduate of a CTI school, and will not consider the applicant’s score on an aptitude test (the
AT-SAT) which was specifically designed to determine—and has been shown to be an excellent predictor of the suitability of applicants. Rather, a “biographical questionnaire” is used. These changes
are pursuant to a Barrier Analysis which was conducted in recent years—itself an odd notion. If you refer to Page 44 of the FAA’s A Plan for the Future 10-Year Strategy for the Air Traffic Control
Workforce 2013-2022, you will find that the FAA’s goal is to maintain a pool of 2000-3000 applicants at any given time. At the end of FY2012, that pool contained more than 5000 persons—many of them
CTI graduates. The FAA had a pool of approximately 5,000 highly trained and qualified veteran and student applicants and failed to hire them despite a critical demand for air traffic controllers.
Instead they “purged” this list of applicants and forced them to take an unvalidated personality test that actually screened over 95% of the most highly qualified applicants
out.

At(Name of School), I have spent the past(X)years—and
thousandsof dollars—in the FAA’s Air Traffic-Collegiate Training
Initiative (AT-CTI) program. OR

I fly frequently and I believe that the best quality student or applicant should be hired by the FAA regardless of race, gender or ethnicity. To intentionally eliminate the
students with aviation experience as well as our veterans affects afety and is unconscionable.

In addition, the costs to the taxpayer are enormous when you consider that every applicant that fails to certify, after years of training, must be replaced and the costly cycle
repeated. Many studies show that CTI students and veterans pass the FAA training program at a much higher rate than general public hires without experience.

I ask that you please look into these matters, please encourage the FAA to provide preferential
treatment for CTI graduates and students as they have in the past, and please consider the following points in so doing:

• Off-the-street hiring has been shown, repeatedly and concretely, to be less effective than hiring
CTI graduates- this relates directly to safety and costs as further outlined below.

• Off-the-street hiring is more expensive for the FAA, as it must train new hires “from scratch”,
including costs sunk in those who fail the training program.

• Without requiring a college degree, as the CTI program now does, the new hiring scheme lowers
standards in general. A person who failed out of college in the CTI program is now eligible, provided they have three years of work experience.

• The FAA’s website has, for years, made very clear that the only paths into air traffic control are
prior experience or the CTI program. This clearly implies some significance to the CTI program and has, thus, been enormously misleading for the thousands of students who have invested in that
program—most of them borrowing huge sums of money from the federal government to finance their educations (in other words, the result of this new hiring scheme is direct, quantifiable, and
substantial harm to thousands of young Americans).

• The FAA misled the 36 CTI schools, who now find that substantial portions of their educational
frameworks serve no purpose. The cancellation of a program is not, in itself, offensive. Doing so without advanced notice, and for reasons not only dubious but, indeed, proven to be ineffective, is
strikingly unethical and distasteful.

• The new hiring scheme was presented without consulting stakeholders. In itself, this suggests
underhanded dealings, as it is clear that had involved and invested parties been participants in the discussion, the myriad concerns and problems mentioned here would have been brought to light
sooner.

• It very much appears that some small contingency within the FAA, or some party presenting external
pressure, has influenced the decision-making process in an irrational, irresponsible, and legally questionable manner. The new hiring scheme is clearly targeted at meeting racial quotas, which,
otherwise known as racism, is patently immoral and quite likely impermissible.

•Internal FAA documents clearly illustrate that the elimination of the CTI student list is a clear attempt to transfer
training from the CTI institutions (at no cost to the government) to a few chosen friends (including ex-FAA officials) of high-level employees in the FAA’s air traffic (ATO) office. This is expected
to cost the taxpayers well over a billion dollars- and line the pockets of a few.

Thank you for your attention to this important safety and corruption issue. Congressional hearings should be called to prevent this fraud on the taxpayer.

_____________________________________________

*If you would like your “story” posted please send data to the tipline. Please
list your school, city and state of residence, sex, race/ethnicity, work experience, academic experience, military experience, and aviation ratings (pilot license, CTO, etc.).Due to students reporting fears of retaliationno specific identifying data or email information will be revealed.

Senators:

House of Representatives:

Write a Letter:

Draft your own letter- or Copy and Paste the following Template and use the "Find Your Representative" and "Find your Senator" options at the top of this page
to write a letter or email to your Congressional representatives. Add the "bullet points" below the letter or, better yet, add specifics regarding your own situation. The preferred method is to send
it via regular mail- and electronically through the congressional member's website. Fill all the RED PARTS with your own related information

SAMPLE LETTER TO CONGRESS STUDENT- RE: CTI ISSUES

(LETTERHEAD)

January 27, 2014

The Honorable(Firstname Lastname of Congressperson)

Address 1 (of Congressperson)

Address 2

Washington, DC 20510 /5

Re.: Hiring of air traffic controllers, cancellation of CTI/AT-SAT consideration

DearCongressman/Congresswoman/Senator (Lastname),

My name is(Firstname Lastname). I am writing today concerning
sudden, costly, and unethicalchanges in the FAA’s hiring plan for new air traffic controllers, with specific regard to the abruptdisregard for CTI students. At(Name of School), I have spent the past(X)years—and thousandsof dollars—in the FAA’s Air Traffic-Collegiate Training
Initiative (AT-CTI) program. The AT-CTI program has, for a quarter of a century, been the primary means for the preparation of aspiring controllers. Solid proof has been given on numerous
occasions—both through FAA reports and third-party studies—that the AT-CTI program produces qualified, capable controllers who go on to experience great success in careers as controllers with the
FAA. Nevertheless, on December 30th, 2013, the FAA announced, without warning, that they were abandoning this method of hiring almost entirely, by announcing a new off-the-street hiring program. The
reasons behind this change are suspicious, and the change itself is contrary to a great wealth of information which suggests that it cannot be of benefit to the government, the applicant, or the
nation.

In brief, the new off-the-street hiring will not consider whether a person is a graduate of a CTI school, and will not consider the applicant’s score on an aptitude
test (the AT-SAT) which was specifically designed to determine—and has been shown to be an excellent predictor of the suitability of applicants. Rather, a “biographical questionnaire” is to be
introduced. These changes are pursuant to a Barrier Analysis which was conducted in recent years—itself an odd notion. If you refer to Page 44 of the FAA’s A Plan for the Future 10-Year Strategy for
the Air Traffic Control Workforce 2013-2022, you will find that the FAA’s goal is to maintain a pool of 2000-3000 applicants at any given time. At the end of FY2012, that pool contained more than
5000 persons—many of them CTI graduates. What, then, motivated the Barrier Analysis which prompted the new hiring protocols?

The Barrier Analysis was the latest attempt of many, over the years, to understand why the air traffic workforce is less diverse than is ideal. In so attempting, the
conclusion appears to have been reached that the FAA should seek out new applicants explicitly on the basis of race, et alia. To quote from page 152 of the Barrier Analysis itself, “[Race and
National Origin] and gender diversity should be explicitly considered when determining the sources for the applicants…”

This recommendation resulted from the analysis’ finding that 4 of 7 hiring phases resulted in adverse action against minorities. But adverse action is not a term to be
used lightly. It is, specifically, any action taken in the employment process which results in discriminatory hiring practices. One of several mistakes made by Dr.s Outtz and Hanges in the Analysis
(a report which concludes, on page 155, by stating that the Analysis “was rendered unacceptable” due to extreme time limitations) was to confuse correlation for causation. Yes, there are problems
with diversity; no, the FAA’s hiring process is not the cause of them. As the Analysis itself shows, as Page 16 of the FAA Independent Review Panel on the Selection, Assignment and Training of Air
Traffic Control Specialists clearly expresses (an air traffic control trainer urging, “Please do not send me any more public hires”) and as can be found in any of the investigations into the validity
of the AT-SAT battery of aptitude tests, the existing hiring process of utilizing CTI schools coupled with AT-SAT testing produces highly successful and qualified candidates who invariably outperform
off-the-street hires and even persons with veterans referrals. It is quantifiably, unmistakably, outstandingly clear that the CTI program is successful, that the AT-SAT is an outstanding predictor of
excellence, and that there are thousands of qualified candidates ready and waiting to be hired from this combination.

And yet, the FAA has chosen, for all intents and purposes, to abandon all of this.

Sir/Madam, it is a noble goal to ensure diversity in the workplace. The new hiring
programappears to be a last-ditch effort at achieving this diversity against all odds. I do not know why diversity is problematic, but I do know three
things:

Firstly, the AT-SAT exams and CTI schools are not the causes of problems in diversity. Attempt after attempt to modify hiring processes and reweight test scores have
failed because, in the final product, when it comes to only hiring those who, when all is said and done, are most capable, the adverse impact still remains. Something cultural—something
fundamental—is the cause of these problems, not FAA hiring policy.

Secondly, I have spent tens of thousands of dollars going to school because it was made very clear that that was the preferred, and at times only, method of becoming an
air traffic controller. The 36 CTI schools have invested millions of dollars in designing curricula, hiring instructors (often former controllers) installing simulators and equipment, and
coordinating internships with ATC facilities. Now, all of that investment appears to have been for naught.

Thirdly, “explicitly” considering applicants on the basis of race, national origin, or gender— and especially when doing so instead of on the basis of their relevant
educational background or aptitude test scores—is not only discriminatory, but potentially dangerous, insomuch as it aims to diversify a workforce by looking at non-relevant traits before, and
instead of, those which have been shown, over and over, to matter significantly.

Please look into these matters, please encourage the FAA to provide preferential treatment for CTI graduates as they have in the past, and please consider the following
points in so doing:

• Off-the-street hiring has been shown, repeatedly and concretely, to be less effective than hiring CTI graduates.

• Off-the-street hiring is more expensive for the FAA, as it must train new hires “from scratch”, including costs sunk in those who fail the training
program.

• Without requiring a college degree, as the CTI program now does, the new hiring scheme lowers standards in general. A person who failed out of college in the CTI
program is now eligible, provided they have three years of work experience.

• The FAA’s website has, for years, made very clear that the only paths into air traffic control are prior experience or the CTI program. This clearly implies some
significance to the CTI program and has, thus, been enormously misleading for the thousands of students who have invested in that program—most of them borrowing huge sums of money from the federal
government to finance their educations (in other words, the result of this new hiring scheme is direct, quantifiable, and substantial harm to thousands of young Americans).

• The FAA misled the 36 CTI schools, who now find that substantial portions of their educational frameworks serve no purpose. The cancellation of a program is not, in
itself, offensive. Doing so without advanced notice, and for reasons not only dubious but, indeed, proven to be ineffective, is strikingly unethical and distasteful.

• The Barrier Analysis contains numerous mathematical and typographical errors, likely due to the aforementioned acknowledgement by the analysis’ authors that it was
rushed and that such hurrying compromised its usefulness.

• The Barrier Analysis, in finding adverse impact, appears to omit several enormously important considerations. It refers to and appears only to consider 4-year degrees
or 4-year schools, yet 15 of the 36 CTI schools offer two-year degrees (which the FAA has found perfectly suitable for hiring) and many are community colleges. In other words, the diversity
represented in CTI schools is greater than the Analysis indicates.

• The new hiring scheme was presented without consulting stakeholders. In itself, this suggests underhanded dealings, as it is clear that had involved and invested
parties been participants in the discussion, the myriad concerns and problems mentioned here would have been brought to light sooner.

• It very much appears that some small contingency within the FAA, or some party presenting external pressure, has influenced the decision-making process in an
irrational, irresponsible, and legally questionable manner. The new hiring scheme is clearly targeted at meeting racial quotas, which, otherwise known as racism, is patently immoral and quite likely
impermissible.

Sincerely,

(Firstname Lastname)

(Your Address 1)

(Your Address 2)

(Your Email Address)

Bullet Points For Consideration:

• Off-the-street hiring has been shown, repeatedly and concretely, to be less effective than hiring CTI graduates.

• Off-the-street hiring is more expensive for the FAA, as it must train new hires “from scratch”, including costs sunk in those who fail the training
program.

• Without requiring a college degree, as the CTI program now does, the new hiring scheme lowers standards in general. A person who failed out of college in the CTI
program is now eligible, provided they have three years of work experience.

• The FAA’s website has, for years, made very clear that the only paths into air traffic control are prior experience or the CTI program. This clearly implies some
significance to the CTI program and has, thus, been enormously misleading for the thousands of students who have invested in that program—most of them borrowing huge sums of money from the federal
government to finance their educations (in other words, the result of this new hiring scheme is direct, quantifiable, and substantial harm to thousands of young Americans).

• The FAA misled the 36 CTI schools, who now find that substantial portions of their educational frameworks serve no purpose. The cancellation of a program is not, in
itself, offensive. Doing so without advanced notice, and for reasons not only dubious but, indeed, proven to be ineffective, is strikingly unethical and distasteful.

• The Barrier Analysis contains numerous mathematical and typographical errors, likely due to the aforementioned acknowledgement by the analysis’ authors that it was
rushed and that such hurrying compromised its usefulness.

• The Barrier Analysis, in finding adverse impact, appears to omit several enormously important considerations. It refers to and appears only to consider 4-year degrees
or 4-year schools, yet 15 of the 36 CTI schools offer two-year degrees (which the FAA has found perfectly suitable for hiring) and many are community colleges. In other words, the diversity
represented in CTI schools is greater than the Analysis indicates.

• The new hiring scheme was presented without consulting stakeholders. In itself, this suggests underhanded dealings, as it is clear that had involved and invested
parties been participants in the discussion, the myriad concerns and problems mentioned here would have been brought to light sooner.

• It very much appears that some small contingency within the FAA, or some party presenting external pressure, has influenced the decision-making process in an
irrational, irresponsible, and legally questionable manner. The new hiring scheme is clearly targeted at meeting racial quotas, which, otherwise known as racism, is patently immoral and quite likely
impermissible.

Twitter?

CTI versus GENERAL PUBLIC APPLICANTS:

There were a
total of 964 new hires… who entered training at an air traffic control facility….

Of
those,CTI hiresattained CPC status from their first facility at a rate of74.6%...

followed
byMilitary at 70.3%...

andGeneral Publicat a rate of44.7%...

CTI and Militaryattained first facility CPC status at a nearly65% greater ratethan General Public.

Source:FAA New Hire Training Performance Semi-Annual Report.

_______________________ “…Overall, a larger proportion of CTI trainees were successful and a smaller
proportion unsuccessful than GP trainees…Simply based on training performance, a preference for CTI graduates over GP applicants at both en route and terminal facilities seems
warranted….”

About...

We are students and veterans who believe those who serve in the military or graduate the CTI Program are better prepared to enter the
air traffic control specialist career path. CTI and veteran students of all races and genders perform better and certify at a much higher rate than off-the-street candidates. The FAA is well
aware of this fact, yet due to alleged discrimination, that their own studies disprove, the FAA has effectively eliminated the CTI/ Veteran special hiring pool.

PLEASE TAKE NOTE:we are NOT affiliated in any way with the CTI school
association or the CTI connection groups.

We are an independent source advocating for current CTI students, VRAs (Veterans) and former CTI graduates as well as exposing
alleged corruption by FAA employees.

If our website is too harsh for you we kindly ask that you go elsewhere so you are not
offended. If you are interested in the actual story behind FAA managers who have abused the public trust- welcome.

Please see the tipline on the menu at the top in order to blow the whistle on FAA corruption. To date hundreds of employees have sent in
information and tips regarding fraud, waste and abuse.

THE MOST CORRUPT FAA EMPLOYEE IN HISTORY WITH HIS "TRAVEL MATE" AND ATO-1 TERI BRISTOL

Juggalo/Juggalette(Jŭgg-a-lo/J ŭgg-a-lette)- an insane gang of current and former FAA high level management clowns that get adrenalin rushes from
ripping off the taxpayer.

BETRAYAL OF THE PUBLIC TRUST- PLEASE SUBPOENA THIS MAN'S EMAIL COMMUNICATIONS

Michael McCormick

Oh where oh where has Juggalo CHRIS METTS gone, oh where oh where could he be…

After recusing himself for channeling Juggalo money to Tetra and others,Chris Mettsgoes DEEP DEEP UNDERCOVER(that’s for you PJ because we know you get off pretending to be a spy- we know the real story Pinnochijoe)trying to distance himself from the Juggalos.

NOTE TO
CHRIS:Either come clean now Chris- or you’ll NEVER get the chance. Little Joey’s empire is crumbling away fast- and he will make YOU the fall guy.HELPFUL HINT #1: You may want to ring up Bill Nixon and get some REAL advice. HELPFUL HINT
#2: If Bill tells you to just lay-low- errrr… get another “adviser.”

YES NATCA AND LOCKHEED.. There is a Santa Claus... if you're TetraTech AMT or Infina...

Money was diverted from many things including ERAM F&E to various Juggalo pals